Since its founding, the JAC Group has been committed to building an environment where every employee, regardless of gender or nationality, can bring their authentic self to work and realise their full potential. Supporting work-life balance is one of our core priorities.Our efforts go beyond striving for gender balance in management roles. We actively promote development programmes and awareness initiatives to ensure all employees have the opportunity to grow as leaders.
In addition, we have strengthened childcare support schemes and encouraged the uptake of parental leave, creating systems that make it easier to balance family and work. As a result, our post-maternity return-to-work rate stands at 100%. Uptake of paternity leave is also steadily increasing, with an average duration of around 2.5 months (74.1 days). Through our internal project, the Working Parents Committee, we have fostered a culture where employees raising children, regardless of gender, can openly share experiences and discuss both parenting and career aspirations.
Creating Inclusive Workplaces Where Everyone Can Thrive
Building a Society Where Everyone Can Contribute Equitably
Since its inception, JAC Group has upheld Freedom & Discipline and Fairness as core principles within our corporate philosophy and policy. Today, we are strengthening our efforts to advance Diversity, Equity & Inclusion (DE&I), ensuring that every individual has the opportunity to thrive and succeed.
Awards and Recognition
A Workplace Where You Define How You Work
Work that Respects
Your Personal Life
We foster a culture where those who act with intention can grow, never settling for the status quo, but maintaining discipline and striving towards goals to deliver results. To support this, we place great importance on mental and physical wellbeing, ensuring that employees can work with peace of mind and maintain a healthy, sustainable balance in their daily lives.
7-Hour Workday
Standard hours are 9:30 AM-5:30PM, a schedule designed to support employee health and productivity.
Flextime System
Core hours: 11:00 AM-4:00 PM; adjust your daily schedule freely within the required monthly working hours.
10 PM Logout Rule
Company PCs automatically lock from 10:00 PM to 7:00 AM to protect employee well-being and work-life balance.
Policies That Balance Parenting and Career
Workstyles That Support
Every Life Stage
Fertility Treatment Leave
A leave policy supporting employees undergoing fertility treatment, helping them balance work while focusing on their care with confidence.
Lump-Sum Childbirth Benefit
Health insurance pays ¥500,000 plus an additional ¥35,000 per childbirth.
Childcare Allowance
Employees raising children receive a monthly allowance of ¥30,000–¥100,000 to support work-life balance.
Parental Leave
Employees with children under 18 months can take childcare leave in accordance with company policy.
Shortened Working Hours
Parents can choose to work at least 5 hours per day to balance work and family.
Remote Work Option
Work from home is available based on job responsibilities and individual circumstances during childcare.
Childcare Leave
Up to 5 paid days annually for childcare, illness, or school ceremonies through grade six of elementary school.
Caregiver Leave
Employees can take leave under certain conditions to care for family members requiring long-term assistance.
Working Parents Community
A voluntary group where parents share experiences, exchange advice, and support each other.
Women Leading Growth Across the Group
At JAC Group, we are committed to creating an environment where every employee can realise their potential, regardless of gender or age.
As of the end of 2023, women represent 40% of employees in Japan and 46% across the Group, contributing significantly across all areas of our business. Among our top consultants, those who have successfully supported over 300 career moves, 75% are women.
Currently, women hold 21% of management positions, and we are working towards increasing this to 40% by 2030 through targeted development programmes and cultural transformation initiatives.
(Japan)
42%
Line Management
25%
Leaders
34%
Who Are Women
75%